Here at myCEO, recent weeks have been impacted by the inaugural V8 Supercars Newcastle 500, a historic event that has been labelled a success. Leading up to this event, there was plenty of buzz throughout Newcastle along with a lot of uncertainty as to how the event would run, and for local business, what affect it would have on them and their business.

Advances in technology have offered businesses world wide a range of options in regards to sourcing and interpreting data, allowing many companies to collect large quantities of information about their specific markets. This development makes it imperative that all information is managed, processed, and used as efficiently as possible. With plenty of methods available, it comes down to picking a strategy that is focussed more on implementation rather than selection. This is where the DIKAR model becomes useful.

We live in an information-centric world, those who have the information have the power. And while it may seem advantageous to constantly have your finger on the pulse of data flowing about your business and the industry, it quickly becomes a challenge to make something out of all those numbers and figures.

Back in the early days of modern computing, it was common to follow a centralized system of allocating resources for the needs of the company. There was a common resource or tool that the entire organisation would use in order to deploy hardware, software, manpower and financing in order to get things done. Data flowed from one centre down to all the other nodes in the system.

It can be fairly argued that Australia has some of the most comprehensive labour laws in the world. Going through revisions over the years and considering the influx of investors and outside workers, tourism and trends in the industry, Australia has taken continued steps to improve the working conditions of its employees.

Job design is most commonly defined as the development and growth of the relationship between an employee and the job they are assigned to. Primarily concerned with the field of human resource management, it takes into account how skillset, personal motive, autonomy and creative freedom creates productive employees.